Let’s be real — leading through ambiguity is hard. Whether it’s system changes, budget cuts, or constant restructuring, the noise is nonstop. And, as leaders, we’re not just dealing with our own uncertainties; we’re trying to keep our teams productive and motivated, even when we don’t have all the answers.
So, how do you do that?
Here are some practical ways to lead your team through ambiguity, keeping them engaged and moving forward:
1. Understand What Might Be Holding Them Back
Change, especially when it’s unclear, creates real anxiety. Your team might feel unsure about their status, disconnected from each other, or just uneasy about the future. The first step is recognising those fears. What’s under the surface that might be stopping them from fully embracing the change?
People need to feel secure, even when everything around them is shifting. That’s where the SCARF model comes in:
Status: Remind them they’re still valued.
Certainty: Share what you know and what’s coming.
Autonomy: Let them own what they can.
Relatedness: Keep them connected.
Fairness: Be transparent and fair in your decisions.
2. Acknowledge the Loss and Highlight the Benefits
For many, change feels like they’re losing something — control, comfort, or clarity. Don’t shy away from this. Acknowledge what your team might feel they’re losing. Then, clearly communicate what they’ll gain. What’s in it for them? How will this new way of working make their jobs better or more rewarding?
3. Keep It Simple and Communicate Often
When the path ahead is murky, overwhelming your team with too much information doesn’t help. Share updates in bite-sized pieces, and always explain why the change matters. Regular, short updates keep people from feeling overloaded and help them stay clear on the purpose behind it all.
And don’t forget to check in. Go beyond “How are you?” and ask, “How are you really feeling about these changes?” Giving your team room to open up builds trust and keeps them from disengaging.
4. Be Honest When You Don’t Have the Answers
Here’s the truth: you won’t always know everything. And that’s okay. Be upfront about it. If you don’t know something, tell your team. But be clear about when you’ll get back to them with answers. This kind of transparency builds trust and reassures them that you’re navigating the uncertainty right alongside them.
5. Keep the Focus on What’s Important
Amid all the noise, it’s easy for teams to lose sight of why their work matters. Keep reminding them how their daily tasks contribute to the bigger picture. That sense of purpose keeps people grounded.
And when everything feels overwhelming, simplify. Set 2-3 key priorities each week so your team knows exactly what to focus on. Clarity is your best friend when things are uncertain.
6. Celebrate the Early Wins
Find your early adopters — the ones who quickly embrace the new way of doing things. Share their successes with the team. Their wins create momentum and show that progress is happening, even if everything still feels up in the air. Change fatigue is real, but celebrating those small victories keeps the energy up and reminds your team they’re moving forward.
Leading through ambiguity isn’t about having all the answers. It’s about guiding your team through the unknown with honesty, clarity, and a focus on what really matters. Keep focusing on the small wins, be transparent, and help your team see the value in what’s coming next.
And remember, your resilience sets the tone for how your team navigates change.
P.S. If your organisation is fatigued by change and navigating uncertainty, here are some ways we can work together:
Leading Through Ambiguity workshop or training series for your leaders.
Keynote on Leading Though Ambiguity and Managing Constant Change.
Read Thriving Leaders: Learn the Skills to Lead Confidently, you can purchase it here.
If you’d like to chat, please book some time in my calendar.
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